MANAGEMENT OF HUMAN RESOURCE AT THE LOCAL UNIVERSITIES OF CENTRAL REGION OF VIET NAM: REALITY AND SOLUTIONS A Dissertation Presented to the Faculty of the Graduate School Southern Luzon State University, Lucban, Quezon, Philippines in Collaboration with Thai Nguyen University Socialist Republic of Vietnam In Partial Fulfillment of the Requirements for the Degree Doctor of Philosophy in Education Management CHAU VAN LUONG - (MONEY) March 2014 ii APPROVAL SHEET In partial fulfillment of the requirements for the degree Doctor of philosophy in Management of Human Resources at the local Universities of central region of Vietnam: reality and solutions submitted by Ch - Money, and is hereby recommended for oral examination DR LEONISA O.BERNARDO Research Adviser Approved by the Oral Examination Committee, in partial fulfillment of the requirements for the degree Doctor of Philosophy in Educational Management offered by Southern Luzon State University, Republic of the Philippines in collaboration with Thai Nguyen University, Socialist Republic of Vietnam DR DR Member DR Member DR Member DR Chairman Member SUSANA A SALVACION, Ph.D Dean, Graduate School Accepted in partial fulfillment of the requirements for the degree Doctor of Philosophy in Educational Management offered by Southern Luzon State University, Republic of the Philippines in collaboration with Thai Nguyen University, Socialist Republic of Vietnam WALBERTO A MACARAAN, Ed D Vice President, Academic Affairs Date _ iii ACKNOWLEDGEMENT I would like to express my sincere thanks to Republic of the Philippines Southern Luzon State Universityb Lucban, Quezon and teachers, Tutors for the invaluable support during the course of the study and particularly for guidance in preparation of this thesis: Dr Cecilia N Gascon, President of the Southern Luzon State University, Republic of the Philippines; Dr Dang Kim Vui, President of Thai Nguyen University; Prof Nordelina (Nordy) B Ilano, Director, Office of International and Alumni Affairs (OIAA) Southern Luzon State University (SLSU) Lucban, Quezon, Philippines; I special thanks also Dr Leonisa O Bernardo for her supervision, enthusiastic support, invaluable guidance, suggestions and comments during preparation and completion of this research; Dr Tran Thanh Van, head of postgraduate, Thai Nguyen University and Prof Dr Hùng, director of International training center I express gratitude would be given to the International Relations Center of Agriculture and Forestry University, which created the opportunity for me to undertake the of educational management My thanks also express to leaders, oficcers, teachers and administrational staffs of local Universities which include Hong Duc University, Ha Tinh University, Quang Binh University, Quang Nam University, Phu Yen University and Pham Van Dong University which co-operate and support me during the study time and Reality survey time Last but not least, the special thanks are given to my lovely family with my deceased day, my mom my wife and my children, who strongly support and encourage author to complete the course Thank you, Chau Van Luong (Money) iv TABLE OF CONTENTS Page TITLE PAGE i APPROVAL SHEET ii ACKNOWLEDGEMENT iii TABLE OF CONTENTS iv LIST OF TABLES vi LIST OF FIGURES vii LIST OF APPENDICES viii ABSTRACT x Chapter I: INTRODUCTION Background of the study Objectives of the study: Research hypothesis Significance of the study Scope and limitations of the study: Definitions of terms: Chapter II: REVIEW OF LITERATURE AND STUDIES Conceptual Framework Research Paradigm 34 Chapter III: METHODOLOGY 35 Localities of the study: .35 Research Design 35 Population and Sampling 35 Research Instrumentation 36 Data gathering procedures 36 Statistical Treatment 38 Chapter IV: RESULTS AND DISSCUSSION 42 Chapter V: SUMMARY, CONCLUSIONS AND RECOMMENDATIONS Summary: 52 Findings: 52 Conclusions 53 Recommendations: 53 BIBLIOGRAPHY 56 APPENDICES 59 CURRICULUM VITAE 128 v LIST OF TABLES Table Page Team managers, lecturer and staff year 2008-2012 28 Admissions year 2013 29 List the Local Universities of central region of Viet Nam 35 Frequency, Percentage and Distribution of the Respondents 36 General statistics on the objects of survey participants: Gender, Position, Qualifications, Working time 40 Mean Deviation of variants Reality 43 Mean Deviation of variants necessity 44 Mean Deviation of variants Feasible feasible 44 Correlations 45 10 The Reality of human resources management: Perception 48 11 The Reality of human resources management: Function of Recruitment and selection 48 12 The Reality of human resources management: Functional of training and development 49 13 The Reality of human resources management: Function of retention 50 14 The need of the perfect solution HRM 51 15 The feasibility of the solutions to improve HRM 52 vi LIST OF FIGURES Figures Page The HRM Framework 14 Function of HRM 17 Diagram organizational structure 27 Diagram representing independent variables and dependent variables and results of the study 34 Location of Local universities in the Central Region of Vietnam 41 vii LIST OF APPENDICES Appendix Page Appendix "A", The Tables 59 Appendix "B", Question survey questions reality, the necessity and feasibility of a complete solution HRM 114 Appendix "C", Established Decision Local University 118 Appendix "D", Mechanisms, policies of HRM of the local university 119 Appendix "E", Confirmation of the universities surveyed 120 viii Title: MANAGEMENT OF HUMAN RESOURCE AT THE LOCAL UNIVERSITIES OF CENTRAL REGION OF VIET NAM: REALITY AND SOLUTIONS Researcher: CHAU VAN LUONG Degree: Doctor of Philosophy in Educational Management Name/Address of the Southern Luzon State University Institution: Graduate School Lucban, Quezon Date Completed: April 2014 Adviser: Dr LEONISA O BERNARDO (MONEY) ix ABSTRACT The main purpose of this study is to analyze the management of human resources of local universities in central Vietnam through three main functions: functions Recruitment and Selection, functions Training and Developing, and functions retention Thereby offering solutions to improve the management of human resources of the local university in Central Vietnam This study used the descriptive design of the correlation analysis of the variables investigated, measuring the administrative functions of human resources limit the use of the questionnaire and the results of operations of the local universities in recent years Questionnaires were used to collect data through surveys at six local universities, the three subjects: of management staff, faculty and administrative staff of the school Nearly 450 peoples answered in this study Data was analyzed by SPSS software Thereby, there is no significant distinction of three subjects answered the questionnaire, the unanimously proposed solutions are given The solution proposed management is necessary and feasible to improve the management of human resources local university in Central Vietnam in the coming years Chapter I INTRODUCTION There are 14 coastal provinces in the central region of Vietnam, running from Thanh Hoa to Binh Thuan Province1 The total area of this region is 90.790 km2, accounting for 28% of the total natural area of the country The central region is bordered in the North by the Red River Delta and the Northern mountainous areas, in the South by the Southern region, in the East by the East Sea, and in the West by the Central Highland The Central region of Vietnam is surrounded by ranges of mountains, running from the West to the coastal line in the East This region has very extreme weather conditions However, it is very rich in natural resources With a coast line of around 1,000 km, it has great potential for marine economic development This central region has many beautiful landscapes which are well-known in the country Social conditions: This region has a population of 18,994,709 people, accounting for 21.7% of the population of the country Economic conditions: Economic growth of this central region is still slow Education and training: People in this region are known to be studious There are many cultural celebrities and heroes in the protection, and development of the country Tertiary education: There are two regional universities, including Hue University and Danang University In addition, there are several other universities under the management of the ministries There have also been local universities formed under the management of the provincial authorities since 1997 in the central region This accounts for 8/22 universities in the country2 In the 21st century, education and training in general and tertiary education in particular is facing many challenges of the intellectual economy, globalization, expansion of information technology, and harsh competition of high quality human resources, Tertiary There are 14 coastal provinces in the central region of Vietnam: Thanh Hoa, Nghe an, Ha Tinh, Quang Binh, Quang Tri, Thua -Thien- Hue, Da Nang , Quang Nam, Quang Ngai, Binh Dinh, Phu Yen, Khanh Hoa, Ninh Thuan Binh Thuan See Table A1, Appendix "A" 114 Appendix "B", QUESTION QUESTION Use For the Managers, lecturers and other administrative staff in Local University of central region of VietNam Direction: This questionnaire consists of two sections Part includes the activities / policies of human resources management, part two focuses on the necessity and feasibility of the proposed control measures Please tell us perspective and cross "X" in the appropriate box: ie Part I - Management measures for the management of human resources - Strongly Disagree (SD) - Disagree - Agree - Strongly Agree (SA) (D) (A) In my opinion he / she, the level of implementation of management measures for the operational management of the human resources? No HRM HRM in your school has an important position in the vision and mission of your school The school should organize HRM activities in a more professional and flexible manner which will be able to respond promptly to changes In your opinion, who is responsible for HRM the Managers at different levels in schools in your school In your opinion, who is responsible for HRM the All staff of the university in schools in your school Recruitment is conducted in accordance with: The school development strategy Your university, attract talent now has (SA) (A) (D) (SD) 115 10 11 12 13 14 15 16 17 18 19 20 appropriate and effective? Your work description complies with the assigned tasks You are aware of your expectations in work Staff so that they manage their selfdevelopment and learning In your opinion, an HR staff management needs: human approach, management approach, system approach, and active approach You are aware of the opportunity for learning/research in work at your university Developing supporting roles of managers Currently the training and retraining of school officials is appropriate and effective There has been a linkage between HRM activities other strategies of the university Encouraging team work and coordination between departments in the school Equal promotion opportunities for all kinds of staff with specific plans for utilization of human resources Are salaries and other kinds of treatment appropriate with the contribution and devotion of each individual? The school always pays attention to and support with the working environment, working conditions, and cultures The school pays special attention to the spiritual and material life of employees Part II - The necessity and feasibility of the measures of active management of human resources management Necessity Feasible 1- Strongly Necessity (SN) 1- Strongly Feasible (SF) 2- Necessity (N) 2- Feasible (F) 3- Not Necessity (NN) 3- Not Feasible (NF) 116 In my opinion he/she, to the extent necessary and feasible solutions to improve the management of operational management of the human resources themselves? Necessity TT Solutions Management Feasible 10 11 12 Increasing awareness about HRM to all officials and employees Completing the organizational structure in HRM Completing the recruitment process to ensure clarity, transparency, and high quality Enhancing the analysis of the recruitment position to ensure that work is assigned to the right person and in an effective manner Strengthening building for staff in charge of human resources management Enhancing training and retraining of managers and lecturers Strengthening the professionalism of the HRM department Supporting lecturers in enhancing their knowledge, participating in high quality programs, and improving their language competence in teaching and conducting scientific research Strengthening decentralization, promoting autonomy and accountability of teachers throughout the school staff Evaluating and awarding according to contribution and performance of the staff Maintaining and developing good working relationship for development of the school culture Improving working conditions of staff at the university N NN SF F NF 1 SN 3 117 Ph n III: Information personal He/she please indicate the following information: a- He/She is working at the university: Hong Duc (1); Ha Tinh (2); Quang Binh (3); Quang Nam (4); Pham Van Dong (5); Phu Yen (6) b- Gender : Male (1) / Female (0) c-Position: - As Chairman of the Council in University: - Rector / Vice Rector - As Head / Deputy School of units - The Head of the Department under the Faculty - As teachers/lecturer (not administrators) - The administrative staff (not administrators) d- Qualifications: Professor/Associate Professor/Dr: Master Bachelor Degree Other e- Working time: